5 Mistakes Companies Make When Writing Job Descriptions

Job descriptions are more than just a hiring formality. They’re often the very first impression a candidate has of your company. A poorly written one can mean losing out on top talent, attracting the wrong applicants, or even damaging your employer brand.

In Singapore’s competitive job market, where candidates often spend less than 20 seconds scanning a job ad, clarity and accuracy matter more than ever. That’s why writing good job descriptions isn’t just about filling a role, it’s about positioning your company as an employer of choice.

Here are five common mistakes employers make when writing job descriptions, and how you can avoid them.

1. Being Vague About the Role

A vague description like “We’re looking for a marketing guru” leaves candidates scratching their heads. Does this mean digital marketing, content, analytics, or all of the above?

A Robert Walters consultant once highlighted an example where a job ad used the acronym “MO Analyst” without clarification. While it meant Middle Office Analyst in banking, it confused candidates from other industries. The result? Wrong applications and wasted time.

Here’s how to fix it:

Use clear, industry-recognized titles: “Digital Marketing Executive” beats “Marketing Ninja.”
Describe responsibilities with specific outcomes: Instead of “manage social media,” say “Develop a content calendar and increase engagement by 20% within six months.”
Avoid insider acronyms or jargon unless explained.

2. Overloading with Jargon, Buzzwords, and Clichés

Phrases like “dynamic go-getter,” “works well under pressure,” or “fast-paced environment” add little value and can turn candidates away. Not only do they sound generic, but they also fail to communicate the real scope of the job.

Steven Rothberg, Founder of College Recruiter, puts it bluntly:

“If your job description isn’t good, then none of the rest can succeed. You’ll fail to attract well-qualified candidates and likely attract poorly qualified ones instead.”

Here’s how to fix it:

Swap buzzwords for practical skills. Instead of “Excel wizard,” say “Advanced proficiency in Excel, including PivotTables and data visualization.”
Be mindful of industry fit: “Marketing Maverick” might fly in an ad agency, but not in a legal firm.
Cut clichés. Instead of “fast-paced,” describe what that means: “Handle an average of 20 client cases monthly.”

3. Listing Endless Responsibilities and Unrealistic Requirements

Candidates often abandon job ads when they see a shopping list of 15+ responsibilities or unrealistic demands, like “10 years’ experience” for a mid-level role. Studies show women and minority candidates are especially less likely to apply if they don’t meet 100% of listed requirements.

Sue Andrews, HR Consultant, warns:

“Asking for ten years of experience, a master’s degree, and five obscure certifications for an entry-level role isn’t just overkill but a hiring deterrent.”

Here’s how to fix it:

Writing job descriptions examples done right:

4. Ignoring Inclusivity and Candidate Experience

Language matters. Terms like “young and energetic team” may unintentionally discourage older applicants. Words like “aggressive” or “dominant” can skew male-biased, while “nurturing” may feel female-biased.

Also, descriptions that don’t highlight company culture or benefits miss the chance to answer the candidate’s biggest question: “What’s in it for me?”

Here’s how to fix it:

The example reflects inclusivity and candidate experience in several ways:

1. Inclusive language: Instead of using gendered or biased terms like “salesman,” it uses neutral language that welcomes all candidates (“employees” and general role descriptions).
2. Highlighting company culture: It shows candidates what it’s like to work at Wecruit, emphasizing continuous learning, hybrid work, and mentorship. This gives a realistic picture of the environment rather than generic statements like “fast-paced team.”
3. Candidate-focused benefits: By listing perks (training allowance, hybrid options, mentorship), it addresses the “WIIFM” (What's In It For Me?) factor, helping candidates see what’s in it for them, which enhances their experience even before they apply.

In short, it’s not just about the words used; it’s about showing respect, transparency, and tangible value to the candidate, which is exactly what inclusivity and positive candidate experience are about.

5. Forgetting About SEO and Readability

Even the best-written job description won’t work if no one sees it. Candidates typically search using simple keywords like “Software Engineer Singapore”, not “Tech Wizard.” Overly long paragraphs or dense text also make ads harder to skim.

Here’s how to fix it:

Use clear, searchable titles (“Finance Manager,” not “Money Maestro”).
Place keywords naturally in the job title, first paragraph, and throughout.
Make it mobile-friendly: short sentences, bullet points, and clear formatting.
Link to your company career page to boost SEO and employer branding.

How to Keep Job Descriptions Relevant and Effective Over Time

Avoiding mistakes is the first step, but truly effective job descriptions go further.

Job descriptions are not “set-and-forget” documents. Roles evolve, industries change, and candidate expectations shift faster than most employers realise. Unfortunately, many companies recycle old descriptions, sometimes written years ago, and end up attracting the wrong candidates.

Here’s how to keep them relevant:

Review regularly: Audit job descriptions at least once a year, or whenever there’s a major organisational or industry change.
Check against real-world practice: Ask employees currently in the role to review the description. Does it accurately reflect their day-to-day tasks? If not, update it.
Match evolving tools & skills: Outdated tech skills (e.g., “Lotus Notes”) make your company look behind the times. Ensure you’re listing current platforms (e.g., HubSpot, Power BI, AWS).
Focus on outcomes, not legacy tasks: Swap outdated responsibilities for measurable, forward-looking goals (e.g., “Implement new payroll software within 6 months”).

How to Test and Measure the Effectiveness of Your Job Descriptions

Publishing a job description isn’t the end of the process, it’s the beginning. If you’re not tracking how well it performs, you won’t know whether it’s helping or hurting your recruitment.

Think of a job ad as a campaign: test it, measure it, refine it.

Here’s how to measure effectiveness:

Track key metrics: Don’t just count applicants. Measure quality of applicants (how many reach interview stage), time-to-hire, and even new-hire retention.
A/B test job titles and summaries: Compare versions like “Marketing Manager” vs. “Digital Marketing Manager.” The more specific one may attract better matches.
Gather candidate feedback: After interviews, ask: “Was the job description clear?” or “Did it match your expectations of the role?” Their answers highlight blind spots.
Leverage analytics tools: Platforms like LinkedIn, MyCareersFuture, or job boards provide data on impressions, clicks, and apply rates. Low engagement is often a sign of unclear wording or missing keywords.

Final Thoughts

Writing effective job descriptions is both an art and a science. It should be clear, inclusive, specific, and engaging, while also optimized for today’s digital job search. Think of it as a handshake: it sets the tone for the relationship you want with your future employee.

At Wecruit, we’ve seen firsthand how writing good job descriptions makes the difference between filling a role quickly with the right person, or struggling with mismatched hires.

But we also know that for many business owners, writing job descriptions is just one of many tasks on a long to-do list. Crafting inclusive, effective, and appealing job ads takes time, research, and recruitment expertise.

If you’d rather focus on growing your business while leaving recruitment to the experts, let Wecruit help you attract and secure the talent you need.

FAQ

What are job descriptions?

Job descriptions are formal documents outlining the responsibilities, skills, and expectations of a role. They serve both as an internal guide and as a recruiting tool.

How to write job descriptions?

Start with a clear job title, outline 4-6 key responsibilities, list must-have and nice-to-have skills, and highlight company culture and benefits.

What should job descriptions include?

Essential elements: job title, summary, responsibilities, required skills, nice-to-have skills, company overview, and perks.

How to write inclusive job descriptions?

Avoid gendered terms, highlight diversity initiatives, and use neutral, welcoming language that appeals to all backgrounds.

How to write effective job descriptions?

Follow writing job descriptions best practices: clarity, brevity, inclusivity, and SEO-friendly formatting.

How to write great job descriptions?

Pair practical details (skills, responsibilities) with compelling reasons to join your company, such as growth opportunities and culture.

How to improve job descriptions?

Review them regularly, gather feedback from employees and candidates, and track application quality to refine content.

How to make job descriptions more appealing?

Highlight career development, benefits, and culture while using straightforward, candidate-friendly language.

Writing job descriptions on resume — how is it different?

When writing resume job descriptions, candidates should focus on achievements and measurable outcomes rather than listing duties. This differs from employer-focused job ads.

5 Mistakes Companies Make When Writing Job Descriptions

1. Being Vague About the Role

2. Overloading with Jargon, Buzzwords, and Clichés

3. Listing Endless Responsibilities and Unrealistic Requirements

4. Ignoring Inclusivity and Candidate Experience

5. Forgetting About SEO and Readability

How to Keep Job Descriptions Relevant and Effective Over Time

How to Test and Measure the Effectiveness of Your Job Descriptions

Final Thoughts

FAQ

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